Blowing out someone else's candle won't make your's shine any brighter....
I know I'm not the only one to have worked with senior people who exhibit this behaviour.
It's a tricky one as this behaviour is often so ingrained into their personality that it's almost impossible to pin point a specific example in order to prove bullying.
But that doesn't mean it's not bullying.
This type of inherent, long term often destructive behaviour may be difficult to evidence, but the effect it can have on the productivity and retention of a firm's talent pool, can be devastating.
Bullying is never acceptable and by ignoring it, you're accepting it.
Employers are responsible for the identification and prevention of bullying and harassment in the workplace. Failure to do so will inevitably result in a high turnover of staff, excessive recruitment costs and a fall in productivity.
So I was pleased to see the head of Ford's US operations is leaving the company immediately following an internal investigation into inappropriate behaviour.
Ford said its inquiry had concluded some of Raj Nair's conduct had been "inconsistent with the company's code of conduct". Ford President and Chief Executive said in a statement: "We made this decision after a thorough review and careful consideration. Ford is deeply committed to providing and nurturing a safe and respectful culture and we expect our leaders to fully uphold these values."
Wow. This was refreshing to read and hopefully will set the bar for other firms more intent on protecting their reputation than actually admitting there's a problem and taking action.
Over 5 members of your team left in quick succession? Are you sure it's just that they've decided to move to pastures new? Were they given the opportunity to express any concerns during a meaningful exit interview?
An effective Bullying and Harassment Policy will:-
Articulate the firm's commitment to promoting dignity and respect at work;
Ensure your managers are aware of their behaviours;
Include a definition of bullying and harassment;
Detail a clear fair, consistent and effective process for reporting and dealing with bullying and harassment;
Outline the consequences for individuals found guilty of bullying and harassment.
Need advice on how to handle an internal investigation or advice on implementing a policy, get in touch with us at ComplexHR. www.complexhr.co.uk